Chapter 4 Quiz
Managers rate themselves and are also rated by their peers, subordinates, and supervisors. They are then given information about all these ratings. This process is called
360 degree feedback.
A new client asks you to recommend a performance appraisal method that would allow them to measure the amount of time that an employee was engaged in particular behaviors. What type of scale would you recommend?
A behavior observation scale (BOS)
Objective measures of job performance have the advantage of being available and their quantitative nature makes it easy to compare the job performance of individuals in the same job. However, they are not as popular as subjective measures. Why? They tend to focus on specific behaviors that may be only part of a job criterion. They tend to focus more on quantity than quality. Often they are not appropriate measures for all jobs. All of the above
All of the above
Which of the following is the first step that you would take in developing a behavior-focused form for use in performance appraisal?
Conduct a job analysis.
___________ refers to the part of the theoretical criterion that is assessed by the actual criterion.
Criterion relevance
Many students would like professors to make what type of error when grading examinations?
Leniency errors
Which of the following statements about rater error training (RET) is correct?
RET decreases rater errors but often decreases rating accuracy.
Using performance appraisal as the basis for promotion and pay raises is an example of what purpose?
administrative concerns
In response to each item, the rater indicates the amount of time the rater engaged in that behavior. This describes a
behavior observation scale.
Some jobs include behaviors that are extremely important but very rare. For example, police officers rarely use their guns, but when they do it is important that they shoot accurately. Such important but rare behaviors pose a major problem for
behavior observation scales.
Criterion relevance refers to the ___________ of a job performance measure.
construct validity
The part of the actual criterion that reflects something other than it was designed to measure is called:
criterion contamination.
In a Mixed Standard Scale (MSS) the statements for the various dimensions are presented in random order. This serves to
decrease the bias of the rater.
Consider the job of "student." Which of the following is a theoretical criterion for this job?
engage in scholarly activities
At the end of the semester students rate professors on a scale that ranges from 1 (much worse than most) to 5 (much better than most). What type of measure is this?
graphic rating form
Both the BARS and the __________ can be used to assess the same dimensions of performance for the same jobs.
graphic rating form
If raters' ratings are based on a general impression of an employee rather than on memory of the employee's actual behavior, _________ is likely to occur.
halo error
Professor Smith is a very organized lecturer, but because he is rude and curt with students, he received negative ratings on all dimensions (including organization). This is an example of
halo error.
Consider the job of "student." According to your professor, which of the following is a theoretical criterion for this job?
learning information
Which of the following is a subjective measure of teaching performance?
mean student rating on the course evaluation questionnaire
Your friend is a production manager at Teddybear Town, Inc. She uses records on the number of absences, the number of teddy bears produced, and the number of defective bears per employee. She then bases her employees' pay raises on these measures. What type of measures did she use?
objective
George thinks all professors are absent minded. This is an example of a
stereotype.
Criterion relevance refers to
that part of the theoretical criterion that is assessed by the actual criterion.
George received negative ratings on all five performance dimensions because he is really quite poor on all dimensions. This is an example of
true halo.
